Identification and discussion of the key human resource issues
A critical as well as contextual evaluation and analysis has been presented within this report focusing on the different aspects of how inflexible working hours of men are highly potential of damaging the career of men. The report by focussing on the contemporary news story mentioned above is going to further identify the issues in context of human resource management with gender as well as parenthood perspectives. An intense research on the available literature and scholarly resources have been referred in order to fulfil the aim of this report to identify the human resource issues that are contemporary in relation to the terms of impact on the career of the women particularly from the inflexible hours of work that is done by women. The different prospects and wage development and other factors are critically reviewed from the organizational perspective as well as the implications of the caregiving roles that are integral to the working profile of the are investigated (Jacobs &Padavic, 2015). The challenges in relation to gendered mobility, work management related to men and women with its underlying socio-economic impact are also presented within the report.
Men are often not offered flexible timing during their parenthood due to which, most of the responsibilities related to parenthood is on the women. The factor behind this is that there are no organizational policies in relation to that of the flexibility for men as there are in case of men no such policies that supports flexible working hours or timing during parenthood. This is the very reason that the returning back to work life after motherhood is highly challenging to the women human resource. Work, employment and society are correlated depending on which the management of the career and the family depends that allows the couple to operate. According to the German Socio-Economic Panel Study (SOEP), the benefits of flexible working is beneficial for both men and women but is limited to the women in major terms (Langner, 2018). There are only a few organizations that provide men with flexible working hours owing to the conventional concept of wage that is related to the flexible working hours. Flexibility in the workplace is in consideration with that of the wage structure that is often accepted by the women rather than men (Powell, 2018). A full-time job is often a mandate for the men whereas women in their motherhood are given parental leave but the contrary lies on some other factor. The factor is that the comeback of the women hardly takes place as men are not offered with flexible hours of work that leaves the whole responsibility on women where there are fewer chances of getting into a full-time job (Prance, 2017). There are different types of monetary benefits that yielded through flexible timing but the benefit is mostly limited to the men since women require to provide their commitments as often reasons of responsibility hinder the working career for women (Langner, 2018).
Psychosocial Implications of Managing Work for Men and Women
The key human resource issue in relation to men and women flexibility and how that impacts the working career of the women is dependent refers to the conventional norms that is behind the development of the organizational policies. The organizational policies are improvising with the changes in the legislation in relation to that of the Employment Equality but that does not exist in terms and in case of parenthood or any other work-life balance flexibility that is required by men as well (Pedulla&Thébaud, 2015). Therefore, it is quite evident that, the socio and economic perspectives of the human resource manager is the determinant of these type of human resource policy. However, changes in the scenario is taking place that are evident from the exemplification for the media story of Rick Breumelhof was approved for four months leave which he took for his daughter. Rick Breumelhof worked in Deloitte that allowed him to take the leave which was the very reason for which her wife Stephanie was able to take up her previous profession of teaching on a full-time basis (“Could men’s inflexible working arrangements be damaging the career prospect of their wives?”, 2018). Deloitte that is one of the 17 companies within South Australia that in collaboration with the other companies from different industries that formed the group of Gender Equity where this organization in the chief. It is very important that more and more companies improve their organizational policies which are the key factor the effective human resource in relation Gender Equality perspective. Issues in the form of social concepts are still prevalent as such; fathers cannot be the primary, caregiver that is the notion of being considered in the gender equality concept of human resource management. Another instance includes the case of Victoria MacKirdy who was the mother of five and the fifth being 8 months old, was offered a full-time job of general manager role at Alexandrina Council. It was then her husband, a physio was able to cut down his practice into part-time that Victoria MacKirdy could take the full-time job. Thus, it is quite evident how the flexible working hours of men are the determinant of the career of women, especially after motherhood.
In this era of globalization and technology, despite the issues discussed above in relation to that of the concept of gender equality and the scope of its implications that is yet overt, the approach of the men and women in relation to that of the managing workplace and caregiving roles are simultaneously taking place. The psychological perspective of this idea is that stress among the caregivers especially in case of women is high. More stress is evident when the women alone tries to pull off both the role of in workplace and caregiver as well. The most obvious factor behind this type of stress and condition of women is that the male partner in the parenthood is a full-time employee or there is no chance of getting flexible work timings so that women can also focus on the career without being stressed. Again the aspirations of the women towards organizational engagement and development as well is also at question owing to the involvement of women at work who is come back in the professional life (Hoobler, Lemmon & Wayne, 2014). Less career engagement and less career motivation are some of the allegations that are accused as factors behind the decrease in the career development of the women, This is where again the contribution of the male partner in relation to that roles within the household they play and the lack of work flexibility makes it crucial for women to take up the leading role there rather than in the career development (DePasqualeet al. 2017). This psychoanalytic factor can never be avoided and requires consideration while making organizational policies.
There are numerous organizations that have the different human resource management policy in relation to the couples who operate within the same organizations or there are policies of flexible working in case any male employee asks for the same. The initiation of the men towards the caregiving roles in the family is also very important. It is quite obvious that parenting a shared role but that sharing is dependent on the employment factors where one is employed. The very concept of women being the superhuman who have been strongly balancing and taking the responsibility of both a mother and working professionals is true but with the fact that the stress level underlies over the very fact (Nomaguchi& Johnson, 2016). There are challenges like and unfriendly societal norms worldwide in Asian countries where these factors facilitate working men with supportive social conditions and the women are more restricted in terms of social mobility autonomy that are contradictory to the socio-economic changes owing to struct structural inequalities (Gaetano, 2017). According to (Slaughter, 2015), the equality that is claimed on the legislative level as well as within the values if organizational policies, there persists some gaps between the adoption of the initiative and its implications. A constant pounding thoughts always persist among the women which cannot be related to the concept of flexible working hours being the reason behind the less chances of coming to professional. This is argued in the psychoanalytic perspective where, it is found that women even after getting back to work is highly concerned about the child care during the workplace activities which may be the reason that human resource managers allow flexibility for parenthood to women more than to women (Berns, 2017).
Conclusion
Through the above analysis, diverse constraints, point of view and egalitarian relationship has been evident that allows the understanding of the whole concept that is related to that of the flexibility of being one of the major determining factor of women’s career. Internal Factors of the human resource management in relation to that of the women workforce is yet another factor that have been evident through the analysis.
According to Pedulla &Thébaud (2015), the changes in the implication of the gender equality in relation needs proper monitoring of the implication where, men are also allowed to take parental leave. Moreover, one of the member being in home psychologically may give the other partner, the satisfaction of the caring responsibilities. This is how the sharing responsibility with the support of the human resource practices is going to provide the support to the come back career of women as well (Yavorsky, Kamp Dush&Schoppe?Sullivan, 2015). The flexibility and the schedules are required to be well aligned with the wages so as to ensure the implementation of modern day customized human resource management practice that is highly recommendable for the managers as well (Jacobs &Padavic, 2015). Mere commitment of the women will not work wonders, the flexible working hours of the men is also required to be provided by the human resource manager as per which the deserved designation must be offered to women and not any part-time activity.
References
Berns, S. (2017). Women Going Backwards: Law and change in a family unfriendly society. Routledge. London, UK
Could men’s inflexible working arrangements be damaging the career prospect of their wives?. (2018). Retrieved from https://www.abc.net.au/news/2018-08-31/calls-for-better-working-hours-for-men/10184968?section=business
DePasquale, N., Polenick, C. A., Davis, K. D., Moen, P., Hammer, L. B., & Almeida, D. M. (2017). The psychosocial implications of managing work and family caregiving roles: Gender differences among information technology professionals. Journal of family issues, 38(11), 1495-1519. Doi: 10.1177/0192513X15584680
Gaetano, A. M. (2017). Women, Work, and Marriage: Challenges of Gendered Mobility in Urban China. In China’s Urbanization and Socioeconomic Impact (pp. 109-124).Springer, Singapore. Doi: 10.1007/978-981
Hoobler, J. M., Lemmon, G., & Wayne, S. J. (2014). Women’s managerial aspirations: An organizational development perspective. Journal of Management, 40(3), 703-730. Doi: 10.1177/0149206311426911
Jacobs, A. W., &Padavic, I. (2015). Hours, Scheduling and Flexibility for Women in the US Low?Wage Labour Force. Gender, Work & Organization, 22(1), 67-86.
Langner, L. A. (2018). Flexible men and successful women: the effects of flexible working hours on German couples’ wages. Work, employment and society, 32(4), 687-706. Doi: 10.1177/0950017017708161
Nomaguchi, K., & Johnson, W. (2016). Parenting stress among low-income and working-class fathers: The role of employment. Journal of family issues, 37(11), 1535-1557. Doi: 10.1177/0192513X14560642
Pedulla, D. S., &Thébaud, S. (2015). Can we finish the revolution? Gender, work-family ideals, and institutional constraint. American Sociological Review, 80(1), 116-139. Doi: 10.1177/0003122414564008
Powell, G. N. (2018). Women and men in management.Sage Publications. New Jersey, USA
Prance, G. (2017). Natural clocks. In About Time (pp. 26-38). Routledge. London, UK
Slaughter, A. M. (2015).Why women still can’t have it all (pp. 84-102). OneWorld. Retrieved from https://www.cfa.harvard.edu/cfawis/slaughter.pdf
Yavorsky, J. E., Kamp Dush, C. M., &Schoppe?Sullivan, S. J. (2015). The production of inequality: The gender division of labor across the transition to parenthood. Journal of Marriage and Family, 77(3), 662-679. Doi: 10.1111/jomf.12189
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